Sr HR Generalist, Recruitment & Employee Lifecycle

Salary: $6,258.00 - $7,116.00 Monthly
Location : Denver, CO
Job Type: Full Time
Job Number:
Department: Office of the State Public Defender
Opening Date: 10/27/2026
Closing Date: 11/9/2026 11:59 PM Mountain
FLSA: Determined by Position
Primary Physical Work Address: 410 17th Street, Ste. 2200, Denver, CO 80202
FLSA Status: Exempt; position is not eligible for overtime compensation.
Department Contact Information: Recruitment@coloradodefenders.us
Type of Announcement: This announcement is not governed by the selection processes of the classified personnel system. Applications will be considered from residents and non-residents of Colorado.
How To Apply: Online applications through the Colorado Jobs portal will not be accepted. Please follow instructions on the job announcement for submitting an application.

Department Information
Application Deadline: 11/09/2026
Cover Letters are required, please upload your cover letter and resume as one document. Failure to do so may result in immediate disqualification or the rejection of the application.

To Apply: Visit Our Careers Page

Description of Job
Position Purpose and Objectives/Definition of Work:

We are recruiting to fill a Sr. HR Generalist position with the Colorado State Public Defender's State Administrative office. The Senior HR Generalist, Recruitment & Employee Lifecycle, is distinguished by the primary responsibility for OSPD's recruitment and employee lifecycle programs while providing comprehensive HR support to assigned trial offices. The position independently manages complex recruitment and workforce matters, develops and improves HR programs, promotes consistent employment practices, and provides consultation to leaders and employees.

Primary Duties and Responsibilities:

Recruitment and Employee Lifecycle Programs:

• Leads and administers recruitment and selection programs for assigned positions, including reviewing applicant qualifications, coordinating interviews, participating in selection processes, developing job-related interview questions, communicating with applicants, recommending salary placement, and preparing employment offers.
• Develops and posts internal and external job announcements; responds to questions regarding recruitment and selection practices; reviews application materials; and helps ensure selection processes comply with applicable laws, policies, and organizational practices.
• Develops, reviews, and maintains the organization's position description library and recommends updates to support legal compliance, accessibility, consistency, and current HR practices.
• Research and recommend recruitment sources designed to reach qualified candidates with varied backgrounds, experiences, and perspectives. Collaborates with subject matter experts and hiring managers to identify appropriate recruiting sources and improve recruitment strategies for difficult-to-fill positions.
• Leads the organization's onboarding program, including developing and delivering accessible content, evaluating program effectiveness, and maintaining current information consistent with applicable laws and organizational practices.
• Conduct exit interviews, analyze feedback and workforce trends, prepare summary reports, and recommend improvements to policies, programs, and employee lifecycle practices.

Generalist Duties and Trial Office Support:

• Serves as the primary HR liaison to assigned trial offices and develops an understanding of each office's operational needs, workforce concerns, and organizational priorities.
• Provides timely, practical, and consistent HR consultation to office leadership, supervisors, and employees.
• Advises assigned offices on HR policies, procedures, practices, and available resources.
• Responds to routine and moderately complex employee and manager questions, escalating sensitive, high-risk, or highly specialized matters when appropriate.
• Coordinates with HR subject-matter experts to ensure assigned offices receive accurate and complete guidance.
• Builds collaborative working relationships with employees and leaders in geographically dispersed locations.
• Participates in office visits, meetings, training, and other outreach activities to sustain effective HR partnerships.
• Travel to other offices and work locations as required.
• Applies consistent, equitable, and inclusive practices in consultation, program administration, and service delivery. Identifies potential barriers and recommends improvements that support accessibility and fair employment practices.

Compensation & Other Duties

• Coordinates the annual production and distribution of employee total compensation statements, including compiling and auditing data and resolving discrepancies.
• Produces monthly salary letters to employees who are eligible for anniversary step increases.
• Provides backup support for reviewing and recommending salary placement for new hires, promotions, and other qualifying compensation changes.
• Administers the RTD/EcoPass program, including enrollment, employee communications, annual renewal, vendor coordination, and partnership with Finance on contract administration.
• Performs other duties of a similar nature and level as assigned.

Minimum Qualifications, Substitutions, Conditions of Employment & Appeal Rights
Minimal Educational & Professional Qualifications:

• Bachelor's degree from an accredited college or university in human resources management, business or public administration, organizational development or closely related field relevant to the work assignment.
  • Equivalent education, training, or experience that demonstrates the knowledge, skills, and competencies required to perform at this level may substitute for the stated educational qualifications.
• Five years of progressively responsible professional human resources experience, including experience administering recruitment and selection processes.

Preferred Qualifications

• Professional HR experience in Colorado state government, another public-sector organization, or a similarly complex and decentralized organization.
• Professional certification as a SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Experience administering recruitment and selection processes through an applicant tracking system.
• Experience conducting or supporting workplace investigations.

Knowledge

• Advanced knowledge of equal employment opportunity, pay equity, recruitment, selection, and other employment laws and practices relevant to the assignment.
• Knowledge of applicable federal and state employment laws and regulations, including the ADA, Title VII, CADA, FLSA, EEO requirements, and related laws governing employment practices.
• Principles and practices of equitable and inclusive recruitment, employee experience, accessibility, and workplace culture.

Skills & Abilities

• Exercises professionalism, sound judgment, discretion, and appropriate confidentiality.
• Ability to communicate HR information clearly and accurately in written, verbal, virtual, and presentation formats.
• Ability to establish and maintain effective working relationships and provide responsive, respectful consultation to individuals with varied roles, communication styles, and perspectives.
• Ability to develop and maintain collaborative relationships with employees, managers, peers, employment candidates, and inter-agency representatives.
• Ability to produce accurate work, review information for completeness and consistency, and maintain reliable records.
• Ability to organize work, manage competing priorities, meet established deadlines, and communicate when priorities or timelines conflict.
• Ability to establish and adjust work priorities within defined responsibilities and organizational deadlines.
• Ability to manage multiple assignments, respond to changing priorities, and resume work following time-sensitive requests or unplanned work demands.
• Proficiency in standard software applications such as, Microsoft Office, internet browsers, e-mail, and Adobe Acrobat.
• Proficiency using a variety of data management systems, HRIS, and applicant tracking systems.
• Provide credible and responsive HR consultation to managers and employees.
• Balance specialty-area responsibilities with generalist support for assigned offices.
• Recognize sensitive, complex, or high-risk HR matters and involve the appropriate subject-matter expert.
• Protect confidential and sensitive employee information.
• Establish effective working relationships with employees, managers, HR colleagues, vendors, and cross-functional partners.
• Lead projects and coordinate work without direct supervisory authority.
• Adapt to changing technology, organizational priorities, and business requirements.

Physical Requirements

Employees must be able to meet the physical demands of the job, with or without reasonable accommodation.

Light Work: Exerting up to 20 pounds of force occasionally and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. Physical demands are in excess of those of sedentary work. Light work usually requires walking or standing to a significant degree.

• Occasionally required to stoop and kneel;
• Ability to sit for extended periods of time;
• Talking and hearing;
• Reaching with hands and arms, using hands and fingers.

Supplemental Information
JOB APPLICATION FAIRNESS ACT

Resumes must include dates of employment but, you may redact or remove any information that will identify your age, date of birth or dates of attendance at or graduation from an educational institution.

STATEMENT OF DIVERSITY, EQUITY, INCLUSION & BELONGING:

OSPD is committed to maintaining a workplace where everyone feels respected, accepted, and valued. With this in mind, we strive to create an inclusive workplace that embraces different cultures, backgrounds, and perspectives. We will continuously review our company policies and hiring practices to foster a fair and equitable work culture.